The forms below are for goal-setting for 2021-2022. For employees who come off of provisional appointments, these forms should be used to review the expectations for the coming year with the employee as they will not yet have a live form in Halogen.
All employees are subject to a provisional employment period starting from the date of hire or change of position. A provisional period is a mutual evaluation time for the person in the position and the supervisor of the person’s performance in the position. Employment may be terminated by either party at any time during this initial period without prior notice. Leave time is accrued from the date of hire. Employees in their provisional period are eligible for paid holidays and paid leave for University closings.
The provisional period for staff employees is 90 calendar days. Halogen will notify the supervisor before the provisional period expires to evaluate the employee’s general productivity, dependability, cooperation, job knowledge, and initiative. This evaluation determines whether or not the employee should be given regular status, or be given an extended provisional period up to 30 calendar days, or be terminated. Staff employees may begin to use their paid leave upon successful completion of their provisional period.
The provisional period for administrative employees is 180 calendar days. Halogen will notify the supervisor before the provisional period expires to evaluate the employee’s general productivity, dependability, cooperation, job knowledge, and initiative. This evaluation determines whether or not the employee should be given regular status, or be given an extended provisional period of up to 180 calendar days, or be terminated. Administrative employees may begin using paid sick leave after 90 days, and other paid leaves upon successful completion of their provisional period.
Annual Performance Process
The University's performance management process provides specific tools and guidance to supervisors for communicating expectations, setting goals, evaluating employee performance, recognizing accomplishments, communicating developmental needs, and making recommendations for merit pay increases.
Performance reviews are conducted annually (March 1 through February 28). All University employees should be made aware of the expectations for their job performance as well as how they will be evaluated for the coming year. Informal quarterly or mid-year performance reviews are encouraged. The office of human resources is available to assist with any aspect of the process.
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